1. Click to edit Master title style
HR As A Business Partner
Designing Strategic Initiatives
Click to edit Master subtitle style

2. OBJECTIVES
• Examine Executive Motives
• Perform Cultural Assessment
• Prescribe Organizational Strategy

4. EXECUTIVE GOALS
1. Increase Shareholder Value
2. Maximize Resources
3. Fulfill Board of Director’s Expectations

5. GAP ANALYSIS
1. Business Issue
2. Performance Initiative
…what performance initiative does the business
issue create?

6. SOLUTION
1. Awareness (Communication)
2. Ability (Learning)
3. Willingness (Desire to Participate)
4. Performance (Tracking)

7. 3 TYPES OF RESULTS
1. Operational Results (Score Card)
2. Impact Results (Data)
3. Business Results (ROI)

8. Measurable Results
Strength of Evidence
Results
Impact
Examples of Program
Impact Metrics
Operational
•
•
•
•
•
Change in sales
Participants at goal
High test scores
Participation rates
Hit rates on website
Examples of
Operational Metrics
• Enrollment
• Redemption Rate
• Pieces Mailed
Degree of Importance
Examples of
Business Results Metrics
Showing Causation
• Sales vs. control group
• Response rate in test
• Return on investment

9. Cultural Assessment

10. How Do You Score?
Current
Programs
Performance
Development
COMPANY
Departmental
Directives
Core
Values

11. Current Programs
What Programs Work at Your Company?
• Employee Recognition Programs
• Incentive Programs
• Training
• Events
• Corporate Citizenship
• Other Benefits

12. Core Values in the Workplace
• Can your employees recite your core values?
• Are core values promoted in the workplace?
• Are core values part of the hiring process?
• Do core values have leverage in performance
assessment?

13. Departmental Objectives
• What are the top objectives of any given
department?
• Design performance initiatives around these
objectives.

14. Performance Development
• How does your organization develop talent?
• Is there alignment between personal and
organizational goals?
• How do we measure progress?

16. Current Programs
• Create Measurable initiatives!
• Communicate a Consistent program strategy!
• Produce Results!

17. Core Values in the Workplace
• Educate The Mission
• Use Core Values in the Hiring Process
• Measure Core Value Practices
• Eliminate Fluff Perception

18. Departmental Objectives
• Incent Business Critical Behaviors
• Recognize Special Contributions
• Level the Playing Field
• Create a Model for Measurement

19. Performance Development
• Set Clear Expectations
• Reward Progress
• Create New Challenges
• Define a Path for Advancement

22. Contact
David J Kovacovich
david.kovacovich@biworldwide.com
www.linked.com/in/davidkovacovich
www.davesweeklythought.blogspot.com